Institute of Certified Bookkeepers

The Fairwork Ombudsman website has been changed

to confirm the FWO current view on how to interpret the legislation and the regulation around disclosure on payslips

https://www.fairwork.gov.au/pay/pay-slips-and-record-keeping/pay-slips

The website now states

any loadings (including casual loading), allowances, bonuses, incentive-based payments, penalty rates or other paid entitlements that can be separated out from an employee’s ordinary hourly rate. For example, a note could be included on a pay slip that the hourly rate incorporates the relevant casual loading.

it is an interesting change by FairWork Ombudsman office.  
It does change the specific requirement in payslip disclosure and provides clarity about what a payslip must include.

However

as shown in recent court actions including the case that has caused all the furor over casual conversion,
It remains extremely important to have the agreement in writing stating what someone is being paid, explicitly stating what they are being paid as their base rate and any other allowances or pay components the person is entitled to.

The agreements must explicity refer to their employment status as casual, part time or full time and we recommend ensuring it is expicit to avoid any confusion over entitlements to annual leave or personal leave.

The rates and the note then showing on the payslip should then be directly relatable to the information showing in the agreement.

  • 20 April 2019
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